The University of Idaho uses a market-based compensation system to determine salaries. This website provides an overview of that process. More information is available through the Human Resources Office.
The market-based compensation system for staff was created in 2016 and 2017, and implemented on Dec. 31, 2017. Learn more about the Staff Compensation Task Force.
About Market-Based Compensation
Salary administration at the University of Idaho is based primarily on market rates, or the average salary paid for a particular job. Each position has a market rate assigned to it based on the duties and responsibilities of that particular position.
U of I uses the rates available from the following two primary-salary surveys:
- The Bureau of Labor Statistics (BLS), which collects data with salary information from an eight-state region — Colorado, Idaho, Montana, Nevada, Oregon, Utah, Washington and Wyoming
- The College and University Professional Association (CUPA). The CUPA data is based on both regional and national data for institutions with the same Carnegie designation (R2, Higher Research Activity) as U of I.
This information is managed position by position and not aggregated into a pay chart with grades and steps.
Beyond the market rate, there are six other factors considered to develop a target salary concept. Those factors are:
- Minimum Compa-Ratio: The minimum compa-ratio is 80 percent of the market rate or greater, if the market data indicates the entry level is more than 80 percent.
- Education: Education is considered if the employee’s academic degree exceeds the minimum required for the position.
- Prior Experience: Prior experience is considered when the employee’s previous work was essentially the same as the current job. Not all prior experience related to job counts, it must be the same job.
- Time-in-Service (TIS): TIS is a longevity/experience factor counted from the current hire date with the university.
- Time-in-Position/Responsibility (TIP/R): TIP/R is longevity/experience factor counting the years doing the particular work assigned.
- Merit: Merit is a performance-based decision based on a supervisory determination.
Each factor is given a percentage value and these values are added together to create a target compa-ratio. That total percentage is then multiplied by the market rate assigned to create a target salary. The target salary becomes the guiding figure used for salary determination. The creation of a target salary is not a guarantee of that salary amount. There may be funding limitations and other factors that may hinder our ability to reach the target.
As outlined in the Faculty-Staff Handbook policy 1420.A-2, the Office of the Provost and Executive Vice President is responsible for the oversight of the faculty personnel system. Please refer to the Provost/EVP office regarding information and questions related to faculty employment.
The salary agreement defines the annual period of the appointment, change of agreement notice requirements, salary, pay periods, position title, employment status and such other information to define the contract of employment each year for faculty and exempt personnel.
Pay for student and temporary positions covers a range from the state minimum wage and up, depending upon the skills and experience required for the position. Pay ranges for temporary positions are decided upon and approved at the department level, depending upon departmental needs and budget. When determining pay or a pay increase for a temporary employee, please be sensitive to the pay rates of regular, ongoing staff performing similar work and/or working in similar proximity.